“𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 𝗶𝗻 𝗖𝗵𝗮𝗻𝗴𝗲” – 𝗢𝗻 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗗𝗶𝘀𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝗼𝗳 𝗧𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻

Change often brings discomfort. Not because people are necessarily against change, but because it challenges existing structures, certainties, and habits. Where change may seem smooth on paper, it often chafes in practice.
Implementation is not just about introducing a new way of working—it also means confronting underlying dynamics:
• What is truly at stake here?
• Who experiences a loss of position, influence, or certainty?
• What patterns are keeping the system anchored in the old reality?
 
Resistance is not a lack of motivation or a barrier that can simply be ‘removed’. It is a signal from the system saying: “Something doesn’t feel right (for me/for us).”
The Discomfort of Real Implementation
Change is a transition from the old to the new, and the in-between phase inevitably brings friction. Successful implementation requires the courage to face that frictionnot to brush it aside, judge it, or jump straight into action to avoid discomfort.
What helps:
• The courage to have conversations that are difficult or uncomfortable.
• The ability to see resistance not as an obstacle, but as a signpost from the system.
• The willingness to carry the friction yourself and deal with discomfort, no matter what is at stake.
 
Resistance means movement. It shows that something is being set in motion.
How is resistance addressed in your environment during change processes?